wi4.0 workplace inclusion 4 · 2019. 2. 1. · 7 workplace inclusion in partner countries is worked...

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WI4.0 WORKPLACE INCLUSION 4.0

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CONTENTS

LIST OF TABLES AND FIGURES ........................................................................................................3

LIST OF ABBREVIATIONS.................................................................................................................5

CHAPTER 1. INTRODUCTION AND BACKGROUND TO THE STUDY .................................................6

CHAPTER 2. AN OVERVIEW: INCLUSION OF DISABLED PEOPLE IN THE WORKPLACE ....................8

CHAPTER 3. METHODOLOGICAL DESCRIPTION ........................................................................... 12

3.1.The Online Survey .................................................................................................... 12

3.2. The Interview........................................................................................................... 13

3.3. Best Practice Examples ............................................................................................ 14

CHAPTER4. EMPIRICAL FINDINGS ............................................................................................... 15

4.1. Online Survey .......................................................................................................... 15

4.2. Interview ................................................................................................................. 30

CHAPTER 5. CONCLUSION ........................................................................................................... 37

REFERENCES ................................................................................................................................ 38

APPENDIX .................................................................................................................................... 39

APPENDIX.1.BEST PRACTICE EXAMPLES ..................................................................................... 40

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LIST OF TABLES AND FIGURES

Figure 1. Access to employment, lifelong learning and social inclusion in the EU28, by disability

status (%)

Table 1. Employment Rate in the EU28 Member States, by Disability Status, 2011(people ages

15-64)

Table 2. Employment Rates and Ratios in Selected Countries

Figure2. Q.1. Company Size Number of Employees?

Figure3. Q.2. Company Sector

Figure4. Q.3. Do you consider accessibility when setting up workplaces or have adapted the

workplace due to the employment of a disabled person?

Figure5. Q.4. If OPT 3.2. is taken into account to which extent do you implement barrier-free

designs?

Figure 6. Q.4.1. If you have implemented barrier-free designs, in which area are they used?

Figure7. Q.5. In which areas do you consider accessibility?

Figure8. Q.6. Does your company have a trustee for the disabled employee(s)?

Figure9. Q.7. Who deals with accessibility in your company?

Figure10. Q.8. Have you or anyone else in your company participated in an accessibility

training or workshop over the last 5 years?

Figure11.Q.9. If yes, what was the topic of these trainings or workshops?

Figure12.Q.10. What might be important topics for you when it comes to accessibility? (Raising

Awareness on Disability)

Figure13.Q.10. What might be important topics for you when it comes to accessibility? (Web

Accessibility)

Figure 14.Q.10. What might be important topics for you when it comes to accessibility? (Sign

Language)

Figure15.Q.10. What might be important topics for you when it comes to accessibility?

(Infrastructural Measures on Accessibility)

Figure16.Q.10. What might be important topics for you when it comes to accessibility?

(Workplace Innovation and Support Tools)

Figure17Q.10. What might be important topics for you when it comes to accessibility? (People

with Learning Difficulties)

Figure18.Q.10. What might be important topics for you when it comes to accessibility? (Legal

Aspects)

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Figure 19. Q.11. If you took part in an official accessibility training course, would you like to

receive a certificate (like ISO 17024) after completing the training course?

Figure 20. Q.1. Company Size Number of Employees?

Figure 21. Q.2. Company Sector

Figure 22. Q.3. Do you consider accessibility when setting up workplaces or have adapted the


Figure 23. Q.5.In which areas do you consider accessibility?

Figure 24. Q.6. Does your company have a trustee for the disabled employee(s)?

Figure 25. Q.7. Who deals with accessibility in your company?

Figure 26. Q.8. Have you or anyone else in your company participated in an accessibility


Figure 27.Q.9. If yes, what was the topic of these trainings or workshops? (multiple answers)

Figure 28.Q.10. What might be important topics for you when it comes to accessibility?



Figure 30. Q.12.In the implementation of the training course, different learning arrangements

will be used.

Figure 31.Q.13. Should the training course be carried out in one part or should the individual

modules be divided?

Figure 32. Q.14.If the course should be divided into different weeks or blocks, which days are

particularly suitable for you to participate in these courses in terms of f2f and online lessons?

(time-bound)

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LIST OF ABBREVIATIONS

CAE: Certified Accessibility Expert.

EC: European Commission.

EU: European Union.

ICF: International Classification of Functioning, Disability and Health.

ILO: International Labour Organization.

SDGs: Sustainable Development Goals.

SMEs: Small and Medium-Sized Enterprises.

UN: United Nations.

UNCRPD: UN Convention on the Rights of Persons with Disabilities.

WB: World Bank.

WI: Workplace Inclusion.

WHO: World Health Organization.

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CHAPTER.1. INTRODUCTION AND BACKGROUND TO THE STUDY

The United Nations (UN) recognises that disability is a multidimensional issue.The term

disability does not only vary across countries, it is also defined and understood differently.The

EU member countries based their definition on the World Health Organization (WHO),

theInternational Classification of Functioning, Disability and Health (ICF) and the EC

Regulations.: “Persons with disabilities include those who have long-term physical, mental,

intellectual or sensory impairments which in interaction with various barriers may hinder their

full and effective participation in society on an equal basis with others” (UNCRPD, 2006).

An estimated more than one billion people, or 15% of the world’s population live with some

form of disability (WHO). The condition of their life depends very much on the level of

integration into the labour market. According to the International Labour Organization (ILO)

72.3% of disabled people are at the working age of between 15-64. Disabled people are more

likely to experience adverse economic outcomes than persons without disabilities such as

lower wage rates, weak employment opportunities, unavailability of supporting tools and

technologies, accessibility, and non-adopted means of communication. Workplace Inclusion

aims to remove barriers to ensure all employees with or without disabilities to enjoy full

participation in a workplace which supports the future success of business and economy.

TheWorkplace Inclusion 4.0. projectis about making this diversity as a priority in organizations

from an inclusive perspective.

The Communication Letter of the European Commission published “A European Disability

Strategy for People with Disabilities 2010-2020: A renewed commitment to barrier-free

Europe”,which aims to promote an active inclusion and equal opportunities for disabled

people in an economy. This also goes in line with the EU human rights approach and the UN

Convention on the Rights of Persons with Disabilities (UNCRPD). The 2030 Agenda for

Sustainable Development Goals (SDGs) framework also focuses on disability-I nclusive

development.

The Project WI4.0 focuses on the improvement of workplace inclusion of people with

disabilities. Among the other objectives of the WI4.0, a study of the current status of

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workplace inclusion in partner countries is worked out. Based on this study teaching materials

for the WI4.0 trainingwill be elaboratedand a test course will be helt.

The project is divided into three phases whichare built up on each other. The first phase

includes an online survey, interviews, best practice examples, literature research, collected

data from other sourcesand platforms. The results are the basis for the next phase, namely

thepreparation of the training and learning materials for the test course (including

certification). The training phase includes the development of materials for the

modulessensitization, web accessibility, sign language, infrastructure, workplace innovation

and supporting tools, learning difficulties and legal aspects. After the development of the

course a test training and evaluation of these trainings by all partner countries will be carried

out.In an extra pahse, a certification for the participation in the course will be defined.

Certificationsare always a valuable aspect for a course. It is planed, that the participants of the

course will be certified as “Certified Accessibility Expert (CAE)”.

The project is carried out by the seven partners, which are: FH JOHANNEUM GmbH,Yasar

University,Haaga-HeliaAmmattikorkeakoulo, Dian, Fondazione Fenice Onlus, DI Klaus

Tollinerand Euroreso.

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CHAPTER.2 AN OVERVIEW: INCLUSION OF DISABLED PEOPLE IN THE

WORKPLACE

Disabled people are one of the important disadvantaged groups in the labour

markets.Disability inclusion seeks to ensure full integration of disabled people and equal

opportunities ata workplace. Disabled labour forceshows significantly higher unemployment

rates than persons without disabilities. The UN Convention on the Rights of Persons with

Disabilities (UNCRPD) indicates that“the right of persons with disabilities to work, on an equal

basis with others; this includes the opportunity to gain a living by work freely chosen or

accepted in a labour market and work environment that is open, inclusive and accessible to

persons with disabilities.”

There is no specific EU legislation on accessibility for disabled people. The European

Commission published a proposal for a European Accessibility Act in 2015. The Accessibility Act

is a crucial stage for the EU to encourage the inclusion of about 80 million (around 44 million

disabled people aged 15-64)disabled people in EU member states(European Disability Forum).

The aim of the Act is to differentiate certain products and services for disabled people

(European Disability Forum, Eurostat).

Figure 1. Access to employment, lifelong learning and social inclusion in the EU28, by disability

status (%)

Source: Eurostat (2014). Situation of People with Disabilities in the EU.

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The above mentioned table shows the employment rates in the EU 28 member states. Access

to labour market for disabled persons is less favourable (for disabled people 47%, without

disability 67%) than access to lifelong learning (for disabled people 6.9%, without disability

9.8%) and social inclusion (for disabled people 29.9%, without disability 21.4%) in the EU28.

Table 1: Employment Rate in the EU28 Member States, by Disability Status, 2011 (people ages 15-64)

Source:Eurostat (2014). Situation of People with Disabilities in the EU.

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This table represents the employment rate by disability status and the gap between

employment rate of disabled people and non-disabled people aged between 15and64 in the

EU28. The highest employment rate of disabled people (69%) was recorded in Switzerland

while the lowest was shown in Hungary (23.7%). On the other hand, the widest gap in the

employment rates of disabled and non-disabled people were recorded in Hungary and the

Netherlands (both -37.4%), the lowest in Luxembourg (-2.4%) fromall EU28 member states

(Eurostat).

To encourage the employment of disabled people and reduce labour market imperfections,

many countries have laws, regulations, for example quotas, and employment services such as

job search counselling, and placement services. However, many employers fear that disabled

workers are inefficient and less productive.

Table 2: Employment Rates and Ratios in Selected Countries

Source:World Health Organisation andThe World Bank (2011). “World Report on Disability”.

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According to World Report on Disability (WHO, WB, 2011) the highest employment rate of

disabled people belonged to Switzerland (62.2 %) at that time, the lowest ration was recorded

in Poland (20.8%). The World Health Organisation indicates that the employment rate for men

disabled labour force in selected 51 countrieswas 52.8% while for disabled women was 19.6%.

Additionally, people with mental impairments areless likely to be employed than other

disability groups.

However, a number of countries currently show a lack of data when it comes to the

employment situation of disabled people. Two main sources, population censuses and

household surveys are used to generate statistics on the employment situation of people with

disabilities. In addition, it is usually not possible to identify disabled labour force in terms of

employability.

The following developments concerning workplaces are expected to emerge: more flexible

workplace organisation in terms of time and space, more digitised, more decentralised work

processes (Buhr, 2017). People would benefit first from digital innovations and support tools,

training and career advancement, lifelong learning and qualification programmes.The

International Labour Organization provides information and assistance about legislationsto

governments, companies, disabled labour force. Encouraging the inclusion of persons with

disabilities in a workplaceis not only a matter of rights but also contribute tothe economic

development and growth.

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CHAPTER.3. METHODOLOGICAL DESCRIPTION

The collection on primary data on disabled employment is hard to measure in almost every

country. The survey questionnaire provided crucial insights into the project. The

connectionbetween disability and economic impacts on development tend to be stronger in

the EU. This report focuses on disability employment in companies.

3.1.The Online Survey

The target group of the survey differs in the size (number of employee) and sector (private and

public) of the companies. The survey was available in each of the country’s languages to

guarantee that every partner country has the same initial conditions. The results of the survey

will influencethe content of the training modules. The participation was anonymous.

The questions are divided into three categories:

A. General Information About the Company:

Company size (number of employees)

Company sector

B. Accessibility in the Company:

Do you consider accessibility when setting up workplaces or have adapted the


To which extent do you implement barrier-free designs?

If you have implemented barrier-free designs, in which area are tey used?

In which areas do you consider accessibility?

Does your company have a trustee for the disabled employee(s)?

Who deals with accessibility in your company?

C. Training/ Workshop/Workshop on Accessibility

Have you or anyone else in your company participated in an accessibility training or

workshop over the last five years?

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If yes, what was the topic of these trainings or workshops?

What might be important topics for you when it comes to accessibility?

If you took part in an official accessibility training course, would you like to receive a

certificate (like ISO 17024) after completing the training course?

The survey ended with a sample of 483 participants and 279 of those are complete.

3.2. The Interview

Like the survey, the results of the interviewsare also integrated in the training modules and

preparation of learning and teaching materials for the training course. Moreover, in contrast to

the survey, the interviews are more detailed and qualitative. The interview questions further

allowed a deeper understanding of the current situation of workplace inclusion in workplaces

and aslo emphasized the needs to reduce barriers.

In addition to the survey question categories, the interview includes several questions on the

company’s profile. These additional questions are as follows: :

A. Company information

Target Group: Business Association – Cluster, Chamber of Commerce, Affected People,

Association of Disabled People,and Trade Unions.

General,

Enterprise,

Branche,

Number of Employees.

B. Methodology / Didactics

In the implementation of the training course for each content (raising awareness of

accessibility, web accessibility, sign language, infrastructural measures on accessibility,

workplace innovation and support tools for people with disabilities, people with

learning difficulties and legal aspects), different learning arrangements will be used.

These are:

1) Classroom Learning: Learning in the classroom / seminar room

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2) Self-learning: Independent learning of the curriculum by means of scripts,

various documents

3) Online learning: Learning on the computer with direct communication to the

trainer.

4) Local Unbound not time unbound

5) Mixed form: combination of different forms of teaching and learning

Should the training course be carried out in one part or should the individual

modules be divided?

1) İn one part,

2) divided into different weeks,

3) blockedcourses (e.g.2 days).

If the course should be divided into different weeks or blocks, which days are

particularly suitable for you to participate in these courses and online lessons?

(time-bound)

3.3. Best Practice Examples

According to the interview results, at least three best practice examples are selected in each

country and recorded to explain how workplace inclusion is used by selected companies. The

best practices are transformed to a case study format.

Best practice examples will also be available in the appendix of this report and on the website

of the project (www.wi40.eu).

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CHAPTER. 4. EMPIRICAL FINDINGS

4.1. Online Survey

The survey covers a sample of 483 participants whowere askedto participate in the survey

while 279questionaireswere completed. The requirement for considering a sample as

completed is that all 11 questions are filled out. The online survey is available in six languages

(English as a lingua franca, German, Turkish, Italian, Finnish, and Greek).

General Information About the Company


The empirical analysis indicates that the company size has a significant impacton workplace

inclusion and thus on the disability employment. There are different disability employment

policies, labour laws and regulations in many countries to help companies to recruit, retain and

promote diversity and inclusion.

The survey also gives an overview of the participating companies. Company size information is

based on the number of employees. The result of the survey shows that most companies

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surveyed - 43.37% - have less than 11 employees, 26.88 % have between 11 to 50 employees,

10.75% have 51-250 employees, and 19% of all companies have more than 250 employees.


The results show that 72.76% of the participating companies are in the private sector, while

27.24% are from thepublic sector.

According to the UN Convention on the Rights of Disabled, it is obligatory to employ disabled

workforce. In the private sector, companies employing 50 or more employees, have toemploy

more than 3% disabled people based on thetotal number of employees. Recent studies

indicate that public sector companies are more likely to recruit disabled people than private

sector as a role of social obligation.

Accessibility in the Company



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The concept of accessibility refers to the design or the adoption of physical environment,

products, services, tools for people with disabilities. It is about making things accessible for

people with disabilities. As mentioned before,the European Commission published a proposal

for a European Accessibility Act in 2015. The EU countries have an obligation to apply the Act.

On the other hand, accessibility is one of the eight objectives of the European Disability

Strategy 2010-2020. The other objectives are participation, equality, employment, education

and training, social protection, health and external action.

The table shows that 46 surveyed companies (16.49%) do not consider accessibility. The

results indicate that inthe remaining surveyed firms, jobs will be adapted when disabled

people are employed or accessibility is taken into account. Itcan be said that companies

consider disabled labour force.

Figure 5. Q.4.If OPT 3.2. is taken accountto which extent do you implement barrier-free

designs?

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This survey question is based on the previous question. With 46.95%, almost half of the

investigated companies have no answer on implementation of barrier-free designs. The

remaining, 96 companies (34.41%), implement barrier free designs in the entire company.

Another 52 companies, - in total 18.64%, implement accessible designs in individual operation

units.

The term “barrier-free design” is often used interchangeably, and usually refers to “building

for all”, making the environment fully accessible for everyone. The Council of Europe has

published a brochure on accessibility and adaptation of buildings for disabled people. Six

approaches are determined as main objectives. They are:

Integrated solutions,

Building for everyone,

Accessibility charts for existing areas to determine specific criteria for evaluating

accessibility.

Monitoring to evaluate solutions,

Integration in architectural education,

International co-operation (Council of Europe, 2004).

Figure 6. Q.4.1. If you have implemented barrier-free designs, in which area they are used?

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The table shows that more than half of the surveyed companies, 159 companies (57%),

implemented barrier-free designs in administration areas, about 24% (66 companies) in

production areas, and 59 companies (21.15%) in sales ones. Finally, the remaining have

implemented barrier-free designs in other areas of the companies such as common areas,

restaurant, cafés, restrooms, academic units, marketing departments, or only atthe entrance

of the company.

Most empirical studies indicate that the companies have implemented barrier-free design in

administrative areas.


The result of the survey indicates that most surveyed companies, 221 companies (79.21%),

consider accessibility in the design of the building to reduce structural barriers such as steps,

lack of lighting and thresholds. The remaining surveyed companies (about 34%) consider both

barriers in communication (e.g. sign language), and information and

communicationtechnologies.It can be said that the results of the surveyed question are quite

parallel with other empirical studies.

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An interesting fact is that 210 surveyed companies do not have a trustee for the disabled

employees, while only about one-fourth of all surveyed companies have trusteesfor the

disabled labour force.


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*multiple answers.

The table in this multiple answer question shows that in more than half of the surveyed

companies, 164 in total (almost 59%), the manager deals with accessibility, while HR managers

take care of the issue in 65 companies. The following staff in companies is also dealing with

issues towards disabilities: legal representative (in 36 companies, almost 13%), occupational

health and safety representative (in 39 companies, almost 14%), and in a very limited number

of surveyed firms (17 in total) the work council or trade union representative. In fact, the

remaining surveyed companies mentioned others like facility managers, the owner of the

company, the board or department for disabled people, secretary, social services department,

internal employees whichdeals with accessibility. However, in some surveyed companies no

one is responsible foraccessibility. The results of the question also indicate that there might be

more than one person/board/department that deals with accessibility or disabled employees

in the respective work place.

The empirical studies in literature indicate that usually the owner of the company or the HR

manager deals with accessibility in SMEs while more than one person or department share the

responsibility on the issue of accessibility in larger companies.

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Training / Workshop / Workshop on Accessibility



The table shows that no one participated in an accessibility workshop or training in nearly half

of the surveyed companies, (121 companies, 43.37% of all), while in a very close number of

companies (107 companies, 38.35%) there are employees who attended workshops or

trainingsonaccessibility. In fact, 51 respondents do not know whethercolleagues participated

in workshops or trainings.

Figure .11.Q.9. If yes, what was the topic of these trainings or workshops? (multiple answers)

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The above mentioned multiple-answer question Q.9. is based on the previous question. The

table indicates the topic of accessibility trainings/workshops, that the employees of the

surveyed companies attended, are more on general information about accessibility with

almost 32%. 20.07% are dealing communication, 17.2% with communication and information

technology, almost 16% design of the building and legal aspects and funding opportunities of

accessibility.

The below mentioned tables and findings are based on the Question.10.

As previously mentioned accessibility is a broad concept. The aim of this question is to

determine the level of importance of different aspects of accessibility which are raising

awareness, web accessibility, sign language, infrastructural measures, workplace innovation

and support tools, people with learning difficulties and legal aspects.

Figure 12.Q.10. What might beimportant topics for you when it comes to accessibility?

(Raising Awareness on Disability)

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* 1=Least Important, 2=Somewhat Important, 3=Important, 4=Very Important, 5=Most Important

**Arithmetic mean 3.96 ***Standard deviation 1.36

The table shows the level of importance of the raising awareness on disability. The results

show thathalf of the surveyed companies, about 51.59%, indicate that the “raising awareness

on disability” is the most important topic on accessibility.

Figure 13.Q.10. What might beimportant topics for you when it comes to accessibility?

(Web Accessibility)


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The table shows that the level of importance of the web accessibility as a concept of

accessibility. The results indicate that web accessibility is the most important topic for almost

33% (91 companies), 25.81% thinkitsvery important (72 companies), 21.51% consider it

asimportant (60 companies), 7.53% somewhat important (21 companies), and 12.54 % (35

companies) see it as a least important topic.


(Sign Language)



The table shows the level of importance of sign language as a concept of accessibility. The

results indicate that sign language is the most important topic for almost 30% (83 companies),

21.86% think it is very important (61 companies), 20.79% see it as important (58 companies),

10.75% somewhat important (30 companies), and 16.85 % (47 companies)consider it as a least

important topic.

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(Infrastructural Measures on Accessibility)

* 1=Least Important, 2=Somewhat Important, 3=Important, 4=Very Important, 5=Most Important **Arithmetic mean 3.81 ***Standard deviation 1.32

The table shows the level of importance with regard to the infrastructural measures on

accessibility. The results indicate that infrastructural measures are the most important topic

for almost 42% (117 companies), 25.09 % are of the opinion it is very important (70

companies), 16.85% consider it as important (47 companies), 5.73% somewhat important (16

companies), and 10.39 % (29 companies) think it is a least important topic to deal with.


(Workplace Innovation and Supporting Tools)

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** Arithmetic mean 3.69 ***Standard deviation 1.32

The table shows that the level of importance of supportingtools which cover information and

technology for disabled people as a concept of accessibility. The results indicate that

workplace innovation and supportingtools are the most important topic for almost 36% (99

companies), 26.88% think it is very important (75 companies), 20.07% consider it as important

(56 companies), 5.73% believe it is somewhat important (16 companies), and for 11.83 % (33

companies) it is a least important topic.


(People with Learning Difficulties)


**Arithmetic mean 3.49

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***Standard deviation 1.38

The table shows that the level of importance of people with learning difficulties as a concept of

accessibility. The results indicate that people with learning disabilities is the most important

topic for almost 32% (88 companies), 21.86% (61 companies) think this issue isvery important

and also important 11.47% somewhat important (32 companies), and 13.26 % (37 companies)

least important.


(Legal Aspects)

* 1=Least Important, 2=Somewhat Important, 3=Important, 4=Very Important, 5=Most Important **Arithmetic mean 3.71 ***Standard deviation 1.36

The table shows that the level of importance of the legal aspects of accessibility. The results

indicate that legal aspect is the most important topic for almost 38% (105 companies), 24.73%

very important (69 companies), 18.64 % important (52 companies), 6.81% somewhat

important (19 companies), and 12.19 % (34 companies) least important topic on accessibility

for surveyed companies.

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Finally, the last question asks the surveyed companies whether they would like to receive a

certificate (like ISO 17024) or not after completing atraining course on accessibilty. The results

show that almost two-third of the surveyed companies (71% in all) would like to receive a

certificate, while the remaining participates do not prefer to get a certificate.

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4.2. Interviews

The interviews included a sample of 127 participants (20 Turkey, 19 Greece, 19 Austria, 22

Italy, 27 Finland, 12 Spain, 4 Bulgaria, 4 Czech Republic) who were asked to complete the

qualitative questions. The requirements for considering a sample as completed is that all 14

questions are filled out. The interview results are providedinsix languages (English as a base

language, German, Turkish, Italian, Finnish, and Greek).

General Information About the Company


Company size. Count Percentage

1-10 44 34,65

11-50 30 23,62

51-250 21 16,54

>250 32 25,20

The interviews give an overview of the participating companies. Company size information is

based on the number of employees. The results of the interviews show that most companies

34.65 % have less than 11 employees, 23.62 % have between 11 to 50 employees, 16.54%

have 51-250 employees, and 25.2 % of all companies have more than 250 employees.


0

20

40

60

1-10 11-50 51-250 >250

Private Public

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Sector Count Percentage

Private 108 85,71

Public 18 14,29

The results show that 85.71 % of most participating companies are in the private sector, while

14.29% in public sector.


workplace due to the employment of a

disabled person?

Count Percentage

Adapted in advance 39 34,51

Will consider when necessary 53 46,90

Not considered 21 18,58

The table shows that 21 interviewed companies (18.58%) do not consider accessibility, while

most firms (46.9%) consider accessibility asnecessary.


Count Percentage

In the design of the building 91 52,00

Barriers in communication 49 28,00

Barriers in information and communication technology 35 20,00

This interview question is based on the previous question. With 52%, more than half of

interviewed companies consider accessibility in the design of the building. The remaining,

020

40

60

80

100

In the design ofthe building

Barriers incommunication

Barriers ininformation andcommunication

technology

Adapted in advance

Will consider when necessary

Not considered

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49companies (28%), implement barrier free designs in their communication. Another 35

companies, 20% of all, implement accessible information and communication technologies.


Count Percentage

Yes 24 20,69

No 91 78,45

I don't know 1 0,86

The interesting point is that most of the91 interviewed companies have no trustee for the

disabled employees, while 24 companies have trustee for the disabled labour force.


Count Percentage

Manager 55 34,59

HR manager 30 18,87

Legal representative 11 6,92

Works council 10 6,29

OHS representative 21 13,21

None 19 11,95

Other 13 8,18

The table in this multiple answer question shows that in55 companies (almost 35%) the

manager deals with accessibility, while HR manager dealwith the topic accessibility in 30

companies. Others, who are dealing with accessibilityare legal representative (in 11

companies, almost 7%), occupational health and safety representative (in 21companies,

13.21%), and in 10 firms work council or trade union representative. However, in 19

companies no one is responsible for accessibility.

0

20

40

60

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Begin: Training / Workshops / Workshops on Accessibility



Count Percentage

Yes 28 25,45

No 79 71,82

I don't know 3 2,73

The table shows that no one participated in an accessibility workshop or training in nearly half

of the surveyed companies (79 companies, almost 72% of all), whilein 28 companies, 25.45 %

employees attended workshop or trainings on accessibility. In fact, 3 respondents do not know

whether someone participated in any workshop/trainings or not.

Figure 27.Q.9. If yes, what was the topic of these trainings or workshops? (multiple answers)

Count Percentage

General information about accessibility 24 21,43

Design of the building 15 13,39

Topics in the field of communication 28 25,00

Topics in the field of information and communication technology 13 11,61

Legal aspects of accessibility 17 15,18

Funding opportunities 15 13,39

The above mentioned multiple-answer question, Q.9. is based on the previous question. The

table indicates the topics of accessibility trainings/workshops the employees of the surveyed

companies attended, are first anfformeist about some general information about accessibility

(21.43%), 25% dealt with communication, 11.61% focused on communication and information

technology, almost 13.39% on the design of the building, 15.18% covered legal aspects and

13.39% addressed funding opportunities of accessibility.

05

1015202530

34


Count Percentage

Raising awareness on accessibility 94 23,33

Web accessibility 53 13,15

Sign Language 48 11,91

Infrastructural measures on accessibility 58 14,39

Workplace innovation and support tools for people with disabilities 64 15,88

People with learning difficulties 36 8,93

Legal Issues 50 12,41

The table shows the level of importance regarding the raising awareness of disability. The

results show that 23.33% of the participants indicate that the “raising awareness on disability”

is the most important topic when it comes to accessibility. The other topics concerning

accessibility have the following perecentages: 15.88% Workplace innovation and support tools

for people with disabilities, 14.39% infrastructural measures on accessibility, 13.15% web

accessibility, 12.41% legal issues, 11.91%sign language, and with 8.93% people with Learning

difficulties.



Count Percentage

Yes 88 69,29

No 39 30,71

Question 11 asks the companies whether they would like to receive a certificate (like ISO

17024) or not after completing an official accessibility training course. The results show that

almost two-third of the surveyed companies (almost 70% in all) would like to receive a

certificate, while the remaining participates do not prefer to get a certificate.

020406080

100

35

Begin: Methodology / Didactics

Figure 30.Q.12.In the implementation of the training course, different learning arrangements

will be used.

Classroom Self-study Online Mixed form

Raising awareness on accessibility 49 10 28 38

Web accessibility 37 6 35 27

Sign Language 54 2 23 25

Infrastructural measures on accessibility 30 3 15 14

Workplace innovation and support tools for people with disabilities 37 7 26 35

People with learning difficulties 41 5 22 30

Legal Issues 37 7 30 28 Classroom Learning: Learning in the classroom / seminar room

Self-learning: Independent learning of the curriculum by means of scripts, various documents

Online learning: Learning on the computer with direct communication to the trainer.

Local Unbound not time unbound

Mixed form: combination of different forms of teaching and learning.

The last three questions investigated the methodology and didactic of the training course. The

result of the question 12 indicates that respondents do not prefer a self-study approach and

most of them prefer to have so called f2f sessions.

Figure 31.Q13.Should the training course be carried out in one part or should the individual

modules be divided?

Count Percentage

In one part 29 24,37

Divided into different weeks 45 37,82

Block courses 45 37,82

The table shows the course scheduling. The participants(almost 38%) argued in favour of

dividing the course into different weeks or having blocked

Figure 32.Q14.If the course should be divided into different weeks or blocks, which days are

particularly suitable for you to participate in these courses in terms of f2f and online lessons?

(time-bound)

36

Count Percentage

Monday 40 16,60

Tuesday 39 16,18

Wednesday 38 15,77

Thursday 43 17,84

Friday 35 14,52

Weekend 46 19,09

Finally, the last interview question looked into the preferred days for atraining course. The

results show that most participants with almost 20% prefer weekends to attend the course.

0

5

10

15

20

25

30

35

40

45

50

37

CHAPTER.5. CONCLUSION AND SUGGESTIONS

The analysis provides an overview of the current situation on workplace inclusion in the

partner countries and should be a useful back-upto develop respective training courses.

The content of the training course is inline with the European Disability Strategy 2010-2020.

The objectives of the strategy are accessibility, participation, equality, employment, education

and training, social protection, health, external action. The analysis revealed the following

course content: raising awareness of disability, web accessibility, sign language, infrastructural

measures on disability, people with learning disabilities, and legal aspects. The results show

that more than half of the respondents (51.56%) indicate that raising awareness might be the

most important topic whereas sign language (30.4%). might bethe least important topic

Finally, and most notably, the results of the analysis indicate that raising awareness is themost

crucial tool for workplace inclusion.

38

REFERENCES

Buhr, D. (2017). “Social Innovation Policy for Industry 4.0”, Good Society Social Democracy

Project, Friedrich Ebert Stiftung.

Council of Europe (2004). Accessibility: Principles and Guidelines.

European Disability Forum. “European Accessibility Act”

Eurostat (2014). “Situation of People with Disabilities in the EU”.

Handicap International (2006). “Good Practices for the Economic Inclusion of People with

Disabilities in Developing Countries: Funding Mechanisms for Self-Employment”.

International Labour Organisation-ILO (2003). “Statistics on the Employment Situation of

People with Disabilities: A Compendium of National Methodologies”, Geneva.

Joseph-Augusto, B. (2017). “Industry 4.0 and Entrepreneurship of People with Disabilities, 12th

International Workshop on Knowledge Management, Slovakia.

Organisation for Economic Co-operation and Development-OECD (2010). “Sickness, Disability

and Work: Breaking the Barriers”, Canada.

United Nations (2011). “Disability and the Millennium Development Goals: A Review of the MDG Process and Strategies for Inclusion of Disability Issues in Millennium Development Goal Efforts”, New York.

World Health Organization & World Bank (2011). “World Report on Disability”.

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APPENDIXES

wi4.0 workplace inclusion 4 · 2019. 2. 1. · 7 workplace inclusion in partner countries is worked...

Documents